Classified: Hourly positions in a variety of categories including, but not limited to, skilled crafts, service/maintenance, clerical/secretarial and technical/paraprofessional.

Non-Faculty Exempt (NFE)/Administrative: Salaried positions including administrative and professional (exempt) level positions that are exempt from overtime regulations.

Faculty: Faculty positions may include, but not limited to, professors, instructors and lecturers.

Student/Temporary On-Campus Employment: Temporary and/or on-campus student positions. These positions are temporary in nature with no expectation of continued employment. Employees that perform full- and part-time temporary work are critical to the University of Idaho's daily operations. This group of employees is comprised of students and non-students. A temporary hourly position is established when there is a temporary or intermittent need for services not expected to exceed 1385 hours per calendar year.

Job value factors are the criteria used to evaluate a position for comparison among positions and placement into a salary structure. Traditionally, in higher education, three broad factors are considered:

Knowledge and Skills

What is needed to effectively perform the duties of the position?

Difficulty of tasks performed and problems encountered in the course of the work (complexity and problem-solving).

The types of knowledge skills, abilities (KSA), level and type of education and amount and type of work experience needed to qualify for the position and the KSAs and competencies needed for full success.

Scope of Responsibility

What ability does this position have to make or control contributions?

Scope: The variety of work assigned, the breadth of responsibility (e.g., work unit versus university-wide); the required degree of interaction across the university departments the diversity of deadlines and priorities governing the work.

Management Responsibility: Types and levels of positions managed, functions overseen, degree of management authority, complexity and diversity of work managed.

Resource and Budget Accountability: Amount, kind, discretion on spending, and complexity as determined by the number of funding sources; the extent to which the employee has responsibility for resources, the type of responsibility, including human, financial and information systems.

Range of Impact

How “big” is the function, department or process touched?

Freedom to Act/Authority: Authority, autonomy, independence of action, level and types of decisions made and degree to which job tasks are dictated by policy, procedures, manuals, supervisors or department heads.

Communications: Types of verbal and written communication, who is typically communicated with, what information is typically communicated and what is the method of delivery.

Consequences of Error: The impact and consequences of errors made in the course of the work, relative to the magnitude – from those easily rectified to those that cause major unit disruption; also referred to as the level of risk.

A well-maintained classification system provides many advantages to an organization. Download this PDF to read more about how UI maintains its employee-classification system: Maintaining a Classification System.